HR as a Strategic Business Partner

Susan Pyles HR Star Conference 2013

http://www.google.com/url?sa=i&rct=j&q=getting%20advice&source=images&cd=&cad=rja&docid=0wIzNu6KwN3PYM&tbnid=1zW_Rq6ahyhAwM:&ved=0CAUQjRw&url=http%3A%2F%2Fready4life.wordpress.com%2F2010%2F08%2F02%2Fgetting-counseling-and-advice%2F&ei=v8H3Ua7mDueTyQGex4H4Dw&bvm=bv.49967636,d.aWc&psig=AFQjCNHZobju3XMiDOoFgndjTUOFlGJ67w&ust=1375277868746056

• support business goals with results-based HR initiatives

• connect HR-related activities to positive outcomes

• brand HR as a vital, strategic partner

• evaluate HR’s impact on the organization

• increase HR’s value to the business

Agenda

Being strategic

…requires a shift in mindset.

Essential mindset shifts

• Past-focused

• Discipline-focused

• Authoritative

• Service provider

• HR person in a business

• Track & measure activities

• Future-focused

• Organizational perspective

• Consultative

• Business partner

• Business person in HR

• Results-based accountability

Use a 1-5 scale, with 1 = low (e.g. no, to a limited degree, rarely)

5 = high (e.g. yes, completely, all of the time)

To what extent do you…

• Base your decisions on data?

• Know what data is captured by your business partners?

• Design solutions that meet current and future business needs?

• Design solutions that meet current and future talent needs?

• Understand the operational and financial sides of the business?

The Strategic Partner

Use a 1-5 scale, with 1 = low (e.g. no, to a limited degree, rarely)

5 = high (e.g. yes, completely, all of the time)

To what extent do you…

• Use verbal or written SLAs (Service Level Agreements)?

• Focus your communication on areas relevant to the business?

• Communicate with confidence, assertion, persuasion?

• Take and keep a company-wide perspective?

• Meet predefined goals (e.g. business, talent)?

The Strategic Partner

Needed Competencies & Skills

• Working knowledge and practical application of

• the business

• HR

• meaningful metrics

• Leadership

• Creativity/Innovation

• Ability to position, engage, & develop the talent

Support business goals with results-based HR initiatives

Meet them where THEY are, not where YOU are.

Survey your business partners.

Ask about them, their business, their needs. E.g.

• What measures are you being held accountable to?

• What will success look like in the future?

• What are your pain points?

• What is working? What do you attribute that to?

• What has improved in the past 2-3 years? What do you attribute that to?

Survey your business partners.

Ask them how well you are meeting their needs. E.g.

• Where do I/we add the most value?

• What could I stop doing and no one would notice?

• What do I need to learn more about?

• How would you rate my effectiveness?

• What do you wish I did that I don’t do now?

Support business goals with results-based HR

initiatives

Connect HR-related activities to positive outcomes

• An employee referral program that increases engagement scores

• Behavioral interviewing questions that increase retention rates within the first year

• New-hire training programs that increase accuracy rates

• Leadership training that increases the internal promotion rate

• Performance evaluations that increase customer satisfaction ratings

• Pay or rewards programs that increase achievement of stretch goals

Track, measure , and report metrics using a positive orientation.

Report this Instead of this

accuracy rate error rate

cost savings expenditures

% who attended/participated % absent

% meeting/exceeding expectations % underperforming

% improvement raw scores (if low)

% retention % attrition

Connect HR-related activities to positive outcomes

Brand HR as a vital, strategic partner

HR’s greatest opportunities to impact the business

• Employee Engagement: involvement with, commitment to and satisfaction with their work

• Employee Retention

• Culture

• Supervisory and Organizational Support

• Continuous Learning

6 Word Stories:

First heartbreak. 19 years wishing. Reunited! – James

Disputes between nations. Sorrow among families. – Peter

She was lovely. Then things changed. –Ben

Tan line on his ring finger? Good-bye. –Ruby

Create HR’s 6 Word Story!

Providing solutions that yield business results!

Your trusted advisor for profitable solutions!

Ask HR. We have the answers!

Consult HR. Result: no more Ambien! :- )

Brand HR as a vital, strategic partner

• Engagement scores…satisfaction with supervisors/managers

• Retention…of top talent

• Continuous learning…% of learning plans completed

• Other

• Internal promotion rate

• % of positions filled via employee referral

• % of critical positions with a ready now successor

• % of employees whose pay and performance are aligned

Evaluate HR’s impact on the organization

Increase HR’s value to the business

Activities that drive effectiveness

• Understand HR’s role in supporting the business

• Structure HR to meet changing needs

• Effectively prioritize HR programs/initiatives

• Establish and use metrics

• Position the talent to support current & future business needs

• Develop emerging leaders

There is a positive correlation between manager perception of

HR/LR effectiveness and employee performance

Front line manager perceptions

• HR

• Front line & mid-level managers

• New hires

Where to focus development